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On
average, the cost to recruit and hire an employee is two times their
salary! At this price, it is expensive to hire a new employee who
does not "fit" in your organization. We can help you in
the process of recruiting, hiring and retaining the best employees
for your organization, and help you save money. |
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Hiring
the "Right" People |
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Today
and for the foreseeable future, the growth in the number of jobs
is outstripping the number of qualified applicants available to
take these jobs. This means that aggressive recruitment strategies
are necessary to attract applicants who want
to work for your company. One strategy is to create your company
as an Employer
of Choice. |
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Maintaining
Employee Morale through a Shared Ownership Approach |
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Retaining good employees
has always been a concern for HR staff and employers. They know
there is a high cost to turnover – not just in actual dollars
for recruitment, advertising and relocation, but in the hidden costs
related to lowered morale and lost productivity. Companies wonder
how to engage employees to give their discretionary effort –
that effort that consistently goes the extra mile to assure success.
Companies expect commitment and loyalty from employees, but many
fail to provide that in return. Providing purposeful work; a sense
of fairness in all interactions, transactions and in compensation;
and engaging the employee’s passion help to maintain employee
morale at a high level. With a corporate culture built on shared
commitment, purposeful work and fairness, employees are less prone
to leave for a few dollars more. |
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Coaching
and Mentoring New HR Practitioners |
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Many
companies have elevated someone from within the organization into
the role of Human Resources Administrator. Frequently, this person
has no formal training in the HR function. To be most effective and
confident in this new role, the HR staff must be trained in the latest
thinking about employment laws and their impact on recruitment strategies,
employee development and performance management, promotion and pay
practices and how these areas are intricately entwined. Other areas
for mentoring include coaching HR staff in how to help supervisory
staff to handle employee relations issues including how to make work
assignments and hold staff accountable for their actions and how to
give constructive, descriptive feedback to staff, peers and bosses.
Other areas include the basics of how to set up an HR office beginning
with what personnel files to keep and for how long; where to find
the necessary employment posters and how to get them for free. |
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©1992-2015
DRAKE & Associates, Ltd. All Rights Reserved. See Privacy
Statement.
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